Workplace culture and engagement
We are proud of our strong, positive work culture at Taylor Wimpey, that is guided by our purpose and values and reinforced through regular communication and engagement. All employees are appraised against our values as part of our performance review process. Our Code of Conduct sets out the high standards of integrity and conduct we expect and key policies are communicated to new colleagues through our induction process.
Employee survey results
We run annual employee surveys to understand views on our workplace and assess the impact of our policies, strategies and communication. In 2024 73% of employees participated in the survey. Key results include:
- 93% overall engagement score
- 96% proud to work for Taylor Wimpey
- 90% feel fully supported feel able to be to do their job well
- 89% agree that all employees have equal opportunities to progress
- 88% agree that Taylor Wimpey has the customer at the heart of its decision making
Lower scoring areas included progress on simplifying and standardisation, remuneration and internal communication. Each business unit develops an action plan to address key findings for their region.
Employee forums
We have a National Employee Forum (NEF) to ensure that employee views on matters affecting the business are heard and represented. Members represent all parts of the business and the Forum is chaired by a regional Managing Director. The NEF met four times in 2024 and discussed a range of issues including our employee survey results, development of our employee value proposition, our Innovate IT programme, the introduction of the Future Home standards and other topics.
Each business unit as well as our strategic land division, head office and logistics business has its own Local Employee Forum (LEF). These include elected employees, with each key function represented, as well as members of the local leadership. LEFs meet at least twice a year. Feedback from the sessions is reviewed by regional and Group management and informs the agenda for our NEF meetings where appropriate.
Our Board has appointed an Employee Champion to strengthen engagement with employees and champion the ‘employee voice’ in the boardroom. In 2024, this was Mark Castle, one of our Non Executive Directors.
Engaging young talent
Our National Young Persons Forum helps us to engage with our young talent and potential future leadership. The Forum has 18 members from across the business including office and site based employees, and representatives from our graduate, management trainee and apprenticeship programmes. All members are aged under 27 and the Forum meets up to four times a year.
Labour relations
The Construction Industry Joint Council (CIJC) Working Rule Agreement is an industry-wide collective agreement between employer and trade union representatives. It governs the pay rates of operatives on our sites as well as factors such as fare and travel allowances, holidays and sick pay. Pay rates are above the voluntary living wage. Around 35% of direct employees are also covered by the agreement.
Raising concerns
We encourage employees to share any concerns with their line manager or a member of the HR team.
For breaches of our policies or suspected cases of unethical conduct, employees can raise these with their direct line manager, another manager or by reporting to our Group General Counsel and Company Secretary, Group HR Director or Head of Internal Audit. This includes any form of harassment or bullying, or if any employee has reason to believe that modern slavery of any form may exist within our organisation or our supply chain, or may occur in the future. We also operate an independent confidential whistleblowing hotline, Safecall, available to all employees and subcontractors. We remind employees about these arrangements through our Respectful Workplace Training.
Workforce turnover
During 2024, we directly employed, on average, 4,354 people across the UK (2023: 4,618) and provided opportunities for, on average, around 9,400 operatives on our sites (2023: 9,300).
Our voluntary employee turnover was 12.1% (2023: 14.2%), meeting our goal to keep this below 15%. We have an exit interview process to provide insights into why people leave the business.